Director Compensation

**This role is remote within Providence footprint with a preference for OR, WA, or CA.

Calling all Esteemed Leaders! Are you a compensation and labor strategy leader who thrives at the intersection of workforce sustainability, financial stewardship, and organizational transformation? Do you bring the strategic insight, analytical rigor, and collaborative leadership needed to guide compensation decisions across complex, union and non‑union environments? If so, this Director, Compensation opportunity may be an excellent fit.

The Role: 

The Director, Compensation provides division and line‑of‑business leadership for labor compensation strategy and consulting. This role serves as a strategic advisor to executive and senior leaders, as well as partners in HR, Finance, Legal, and Operations, on the compensation implications of organizational change, workforce planning, labor strategy, and financial constraints—shaping compensation philosophy, pay practices, and program design decisions.

The Director leads the development and execution of compensation and labor strategies that support workforce sustainability, organizational performance, and affordability. This includes balancing market competitiveness, internal equity, compliance requirements, and labor market dynamics across union and non‑union environments. The role anticipates emerging compensation trends, regulatory developments, and labor market pressures, translating insights into actionable strategies and scalable solutions.

This role is distinguished by primary responsibility for Providence’s labor compensation strategy within the assigned division, including leadership and oversight of labor relations, collective bargaining, and contract administration. The Director provides strategic and operational compensation leadership across all collective bargaining activities, ensuring alignment with organizational objectives, labor agreements, and regulatory requirements.

What You'll Do:

Strategic Leadership

• Serve as a strategic advisor to HR, Finance, Legal, and operational leaders on compensation implications of organizational change, workforce planning, and financial constraints.
• Partner with executive and senior leaders to influence compensation philosophy, labor pay practices, and program design decisions across ministries, states, divisions, and lines of business.
• Provide compensation leadership in support of enterprise labor strategy, ensuring alignment across union and non-union workforce models, labor market conditions, and organizational affordability.
• Anticipate emerging compensation trends, regulatory developments, and labor market dynamics, translating insights into actionable labor and compensation strategies.

Governance, Consulting & Partnership

• Build and sustain strong partnerships across divisions and shared services to align compensation solutions with business needs and operational realities.
• Establish and reinforce aligned practices, standards, and governance models that support enterprise labor strategies and market conditions.
• Guide HR partners and bargaining teams through complex compensation modeling, balancing market competitiveness, internal equity, budget constraints, and compliance requirements.

People Leadership & Operational Excellence

• Lead and develop the compensation team by setting standards for quality, responsiveness, governance, and client experience.
• Drive continuous improvement, scalability, and operational efficiency across compensation services.
• Foster strong cross functional collaboration and a high performing, virtual/hybrid team environment.

What You'll Bring:

Education

• Bachelor’s Degree in Health Administration, Finance, Economics, Business Management, or equivalent education/experience.
• Certified Compensation Professional (CCP) (preferr